Star Trek and Personality Assessments

As a lifelong fan of "Star Trek," I've journeyed through countless episodes, marveling at the complex galaxy of characters and the leadership challenges they face. This voyage through the stars made me ponder: What if Starfleet had employed personality tests for pre-screening their leaders? Could the fates of Commodore Decker, John Gill, Captain Ron Tracey, and Dr. Richard Daystrom have been different?

Leaders in "Star Trek" grapple with enormous responsibilities and ethical dilemmas. Commodore Decker, consumed by an Ahab-like obsession against the "planet killer," demonstrates the perils of unchecked revenge. John Gill's use of fascism on a planet is a stark reminder of the consequences of imposing radical ideologies as well as ignorance of history. Captain Ron Tracey's breakdown in "The Omega Glory" episode highlights the pressures of command and sticking with bad decisions. Dr. Richard Daystrom's incorporation of his unstable personality into a computer system vividly illustrates how personal flaws can escalate into professional disasters. Don’t even get me started on Kirk.? ?

The original series is still my favorite, but I often watch it, wondering how so many of their officers got past the screening for the Academy. I assume psychologists and psychiatrists are still in the future. These examples from Star Trek highlight the potential impact of personality tests in identifying individuals who may pose risks or exhibit behaviors inconsistent with Starfleet's values and objectives. Similarly, personality assessments can help employers avoid costly mistakes by identifying candidates who may not fit the company culture or the role's demands.

Executive search firms today frequently utilize personality tests to gauge a candidate's suitability for leadership roles. While not psychological evaluations, these tests can be instrumental in understanding one's management style. I recently took one such test, and its accuracy in capturing my personality was enlightening.

The test revealed that I am warm, talkative, and a good listener, adept at pleasantly using persuasion. It highlighted my preference for indirect communication and a dislike for heavy-handed authority. In leadership, I embrace challenges with persistence, emphasizing timing and planning. My motivation thrives in a harmonious environment; last-minute pressures and personality conflicts demotivate me.

I recommend taking a professional personality test for those embarking on their career journey, especially in management. You can just avoid frivolous quizzes on social media that do more to entertain than enlighten. A well-structured personality test can unveil strengths and weaknesses you might not be aware of, setting you on a path of self-discovery and professional growth.

Personality tests are helpful for companies, especially when undergoing big changes. Think of it like a sports team. When a business is just starting, it needs people who are okay with things being messy and good at coming up with new ideas. These are the folks who help get the business off the ground. But later, when the business is more established, it might need different kinds of people. These are the ones who are good at keeping things running smoothly and ensuring the company keeps growing stably. Then, some companies always want to keep the same kind of vibe, like the 76-77 Oakland Raiders. They look for people who fit in well with their team and don't mess up how they like doing things. That's where personality tests come in handy. They help businesses figure out who's the right fit for their team, whether just starting or trying to keep the spirit they've always had.

Another good reason to use personality tests is to balance out the heavy use of computer programs that pick resumes based on keywords. Sometimes, people load their resumes with all the right words to get past these computer programs and into the job interview. Personality tests can help spot these cases. They can also be helpful against those who are good at impressing HR during interviews but might not be the best fit for the job. It's like that old joke about how long someone can hide their true self. A resume tells you what someone has done, but a personality test can give you a better idea of who they are and how they'll fit into your team.

Of course, personality tests should not be used as the sole determinant of a candidate's suitability for a position. They should serve as one of many tools in the hiring process, complementing traditional methods such as interviews, reference checks, and skills assessments.

Personality tests can be valuable tools for pre-screening candidates and making informed hiring decisions when used responsibly and ethically. Just as Starfleet relies on technology to navigate the vastness of space, employers can utilize personality assessments to identify the best individuals to lead their organizations toward success. As we navigate our professional galaxies, let's embrace the tools, like personality tests, to understand our leadership styles and potential pitfalls better. Elizabeth Schenk Bill Mahon Mike H. James Young Bonnie Timms Hagemann

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